TUTU Case Study

While these new people will help BANS continue providing the level of service that meets customer expectations, hey must also be equipped with the knowledge, tools, focus, and skills to work safely.

According to a Training Services department spokesperson, “Safety permeates all of our training programs, and with influx of new employees, we want to be sure the concepts are clear and effective. ” Multiple Training Methods As new hires come on board, BANS provides training through multiple methods, including on-the-Job training in the field with the input from experienced employee mentors and safety assistants or safety coordinators.

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Formal training is provided for any positions at the company’s Technical Training Center (ETC) in Overland Park, Kansas, as well as in the field. New hires at BANS have an interim period before they officially become conductors. During this period candidates must successfully respond to an interview panel, pass safety and rules exams, and complete either a 13-week or 1 5-week intensive training program (depending on the location) that includes classroom, and on- the-Job training.

The program culminates in a final exam Inch, when passed, qualifies students as conductors.

United Transportation Union (TUTU) training coordinators help with the first week of training and pair students with experienced conductors who mentor students during the on-the-Job training segment. One of the TUTU’S training coordinators explains that he sets the tone on his territory by focusing most of his instruction on safe work practices: “l particularly focused on the Deadly Decisions – and consequences of at-risk behaviors. “Once the new hires are paired, the experienced conductors plays a significant role in conductor training, teaching 9 to 10 weeks of he 13- to 15 week program.

Cross-Training the Trainers causes so many new employees are Joining BANS as conductors, 42 Transportation trainers deliver training at 71 locations across Banc’s system.

To meet the increased menu of training needed for Transportation, BANS implemented cross-training for all Transportation trainers. The trainers became qualified to train locomotive engineers and conductors, as well as to provide training on simulators and rules and remote train-control operations.

In other words, the Transportation trainers are now Ross-functional, which has effectively increased training capacity while also expanding individual trainer’s areas to specialty The cross-attitudinal approach allows BANS to efficiently meet the needs of the company, while still maintaining the Integrity of the core program with safety at the center. Additionally, the Transportation team places significant energy into helping transition new conductors. “Involvement begins during the initial interview sessions “hen a supervisor communicates our safety vision along with safety expectations,” says one of Banc’s managers.

The team also provides an overview of local terrain and environmental extremes that a potential employee is likely to encounter.

Montana is good example, where hiring is especially active. Trainers help employees understand the challenges of operating through the mountains and in winter conditions. Supervisors interact with trainees throughout the program, both in group settings and one-on-one. To further integrate a new conductor, the division’s TUTU training coordinators established a day of enhanced safety training specific to location, with Lana to expand that training to a broader overview.

Graduates of Banc’s conductor training say the training program is vital, and that they appreciate the high priority placed on safety.

Managing Safety through Best Practices rhea BANS management team members who are responsible for the locomotive engineer training program have identified numerous best practices for the trainers to incorporate into their training. BANS feels these best practices help the organization meet its hiring goals while maintaining its focus on a safe, efficient, and accident-free workplace.